Do you supervise or manage anyone? Are your subordinates suffering from job stress? Does your work environment contribute to worker stress? Do you address job stress issues?

According to the National Institute for Occupational Safety and Health (NIOSH), job stress occurs when job requirements don’t match employee capabilities, resources or needs. Wide spread and costly, job stress is called a “world health epidemic” by the World Health Organization.

Companies pay out millions as a result of accidents, absenteeism, turnover, diminished productivity, legal, medical and insurance costs, and court judgments. NIOSH reports that sixty percent of lost work days each year can be attributed to stress-related conditions.

Job conditions that promote stress
How many of the following conditions exist in your company?

5. Provide opportunities to participate in decisions affecting jobs. This helps employees take ownership of their work. Encourage employees to express opinions and share helpful, new ideas.

6. Provide appropriate training and development. Effective training is ongoing and addresses employee needs and concerns. Stress management programs help participants recognize and manage stress as well as feel secure in reporting stressors.

7. Give constructive performance feedback and recognition. Praise and constructive feedback should not only come at formal evaluations, when promotions and pay raises are discussed, but also be offered spontaneously and informally. Invite employees to participate in evaluations.

8. Clearly define roles and responsibilities. Clarify employee and organizational goals. Employees need to know the roles they play in achieving company goals. Job responsibilities that are reasonable, well-defined and consistent help workers identify themselves in the organization, and create a shared purpose between employees and employers.

9. Communicate. Keep employees informed and involved. Let them know how the company is doing and how their work impacts the big picture. Be honest, and ask for feedback about your own and the company’s communication. Advise employees about changes in rules and rationale for decisions.